AJIZ – Union Of Development Concern is a non-governmental organization working for poor and vulnerable communities of Pakistan. The organization is fully committed to the principle of honesty, integrity and fair play in the delivery of services to the communities in normal conditions and emergencies. All staff/Members should ensure that the functions and services of AJIZ are dealt with in an open, fair and impartial manner. BASIC This code of conduct – CoC sets
out the basic standards expected of all staff and the organization's policy on
matters like acceptance of advantages/undue favors and declaration of conflict
of interest by staff in connection with their official duties. The code of
conduct outlined below is designed for the guidance and protection to help
employees understand what AJIZ considers to be acceptable professional and
ethical behavior. In accepting appointment, employees undertake to discharge
their duties and to regulate their conduct in line with the requirements of
this Code. SCOPE OF THE CODES This policy applies to full-time, temporary or part-time staff, partner organizations and consultants employed by the organization to carry out work on behalf and association with AJIZ. The code of conduct Form as per Annexe 1 should be signed by each staff. IMPLEMENTATION OF THE
CODES
Each staff person is required to sign an acknowledgement of intent to comply
with the code. ENFORCEMENT OF THE CODE OF CONDUCT AJIZ’s Supreme Council headed by President, AJIZ is responsible for initiating disciplinary actions under the Discipline & Grievance Policy. UNDUE FAVORS NOT ACCEPTED It is the policy of AJIZ – Union
of Development Concern to prohibit all staff from soliciting any undue favor
from any persons having business dealings with the organization (e.g. partners,
clients, suppliers, contractors). Staffs who wish to accept any advantage from
such persons should seek special permission from the Management prior to the
acceptance. CONFLICT OF INTEREST
A conflict of interest situation arises when the “private interests” of the
staff compete or conflict with the interests of the organization. “Private
interests” means both the financial and personal interests of the staff or
those of their connections including: family and other relations; personal
friends; the clubs and societies to which they belong; and any person to whom
they owe a favor or are obligated in any way. ENTERTAINMENT Food or drink provided for
immediate consumption on the occasion, and any other entertainment provided at
the same time is allowed since entertainment is an acceptable form of business
and social behavior and is not an “advantage”. However, staff must not accept
lavish or frequent entertainment from persons with whom the organization has
official dealings (e.g. Partners, suppliers or contractors), so that they will
not be placed in a position of obligation to the offerer. MISUSE OF OFFICIAL
POSITION
Staff members who misuse their official position for personal gains or to favor
their relatives or friends are liable to disciplinary action or even
prosecution. Examples of misuse include a staff member responsible for the
selection of suppliers giving undue favor or leaking tender information to his
relative’s company with a view to awarding the contract to the latter. FAIR USE OF ORGANIZATION'S PROPERTY Staff given access to any
property of the organization should ensure that it is properly used for the
purpose of conducting the organization's business. Misappropriation of the
organization's property for personal use or resale is strictly prohibited. OUTSIDE EMPLOYMENT Staffs, who wish to take up paid outside work, including those on a part-time basis, must seek the written approval of the organization before accepting the job. Applications for outside work
should be made to the concerning council for consideration. Approval will not
be given if the outside work is in conflict with the interest of the
organization.
SPECIAL CONSIDERATION
FOR WOMEN Female employees will receive equal remuneration, including benefits, equal treatment, equal evaluation of the quality of their work and equal opportunity to fill all positions open to male workers Employees who take maternity
leave as per the polices and procedure of AJIZ’s operations manual will not face
dismissal nor threat of dismissal, loss of seniority or deduction of wages, and
will be able to return to their employment. RELATIONSHIPS WITH THE LOCAL COMMUNITY AJIZ – Union of Development
Concern encourages workers to develop comprehensive relationships with members
of the local community. The overall success of our work will be significantly
enhanced through positive local relationships. RELATIONSHIPS WITH OTHER STAFF Workers are encouraged to maintain open and professional
relationships with each other. Differences in culture, religion and politics
should be respected.
While it is to be expected that friendships will develop between staff such
relationships must not interfere with programme objectives.
Violence, Abuse and
Sexual Harassment Every employee shall be treated with dignity and respect. No employee shall be
subject to any physical, sexual, psychological, or verbal harassment or abuse. AJIZ
will not tolerate any form sexual harassment at the work place.
Sexual relationships with programme beneficiaries, their family members or
persons employed by businesses contracted to AJIZ are never permitted. USE OF ALCOHOL, DRUGS
AND SMOKING
Staff is strictly prohibited to use any thing that comes under the definition
of alcohol or alcoholic in any office premises or vehicles. MEDIA RELATIONS AJIZ- Union of Development Concern regards media coverage of
our activities as being pivotal to the success of our programmes. Weapons are prohibited
Any weapons are prohibited in any building owned or operated by AJIZ, including
employee accommodation. COMPLIANCE WITH THE
CODE Any staff member who violates any provision of the Code will be subject to
disciplinary action. In cases of suspected corruption or other criminal
offenses, a report will be made to the judicial council of AJIZ as management
team for appropriate action. ======================================================================================================== Annexe 1
AJIZ – Union of Development Concern CODE OF CONDUCT
DECLARATION FORM
I, the undersigned hereby
confirm that: I am aware and have full understanding of all relevant policies and procedures and I will inform my supervisor/management in case of conflict between provisions of the AJIZ’s code of conduct and any other applicable clause as outlined in the manual. I will observe and conform to the AJIZ Code of Conduct in its entirety and without amendment or abrogation. I will also adhere to the Child Protection Policy of AJIZ. I herby acknowledge that I have carefully read all the terms and conditions laid down in the code of conduct policy and I further understand that any deviation from this policy or any occurrence of an event of non-compliance to this policy may result in immediate termination of my duties. In that event I may loose the right for all or any of the benefits as outlined in my contract agreement. In order to confirm my above statement, I am putting signature below to validate in writing my unconditional acceptance of the AJIZ Code of Conduct policy as outlined in the AJIZ operations manual.
________________________ Signature
I will inform all of my
vendors/partners/subcontractors of the contents and requirements of the AJIZ
Code of Conduct, and that I will ensure that they also comply with the
provisions incorporated therein. |